The workplace is where people who are varied in characteristics come together for the purpose of execution of duties and responsibilities which eventually earn them a decent living. Hence, the workplace serves conducive for earning income in order to meet daily needs by earning money. However, there are matters of concern regarding discrimination at the workplace which makes it necessary for the establishment of laws and regulations to govern against discrimination. The laws that have been established focus on protection of human rights. The most affected people are the disabled and minority groups. This paper analyses established laws against discrimination at the workplace. It specifically focuses on laws against racist and disability forms of discrimination.
Discrimination on racism can best be exemplified by the apartheid regime experienced in South Africa. Eventually, laws against discrimination at the workplace were established to guard against racial discrimination. Consequently, the law in South Africa is quite categorical on racism, in this regard, the law requires equal treatment of employees of different races at the workplace. Moreover, employment opportunities should be provided on merit and not on the basis of racial discrimination (SAHRC, 2012).
In addition, the law in South Africa requires that the disabled are fairly treated; hence, all workplace environments should incorporate infrastructure that is friendly to the disabled. It is also a requirement that people with disabilities are provided with special positions in public office to represent the interests of the disabled in government and parliament on policy issues affecting the disabled (SAHRC, 2012). The law in Australia is also cognizant of the need for equal treatment of employees at the workplace regardless of their race or disability. In addition, employment law in Australia also requires that employees of the same category are paid equal pay regardless of their race or disability (Strachan, Burgess, & Henderson, 2007). Primarily, the advocacy for equal human rights in terms of equal treatment of employees at the workplace was collectively agreed upon in the United Nations Geneva convention in 2002. Member states of the UN unanimously decided to implement conventional internationally recognized policies against discrimination on the basis of race and disability at the workplace (Quinn et al., 2002).
Despite the advancement of the laws against discrimination on the disabled and on the basis of race, notably, the developing world seems to have profound challenges in meeting global standards set by United Nations against discrimination. To this end, developing countries still remain among the highest rates that continue to discriminate on the basis of race and disability at the workplace (Fredman, 2013). Despite the fact that most of these third world countries are signatories to the Geneva Convention on equal human rights a lot remains to be seen to be achieved in addressing employment discrimination. Current trends in the employment industry require that reports are duly filled and published on the state of discrimination at the workplace. Essentially, employers are required to provide detailed reports on the achievements met by the organizations in regards to addressing discrimination concerns on the basis of race and disability among other discrimination forms that take place in the workplace (Ainsworth, Knox, & O'Flynn, 2010).
It is important, therefore, that the laws mentioned here be adhered to by employers to guard against discrimination of the disabled and on the basis of race. Fundamentally, equality is the main objective in guarding against workplace discrimination. Thus, in abiding by employment regulations equal opportunities for pay, employment, wages, and workload etcetera should be given to people with disabilities and of different races in abiding with employment discrimination laws as discussed.
References
Ainsworth, S., Knox, A., & O'Flynn, J. (2010). 'A Blinding Lack of Progress': Management Rhetoric and Affirmative Action. Gender, Work and Organization, 17(6), 658-678. doi:10.1111/j.1468-0432.2009.00479.x
Fredman, S. (2013). Anti-Discrimination Lsws and Work in the Developing World: A Thematic Overview. Background Paper for the World Development Report, 2013 (pp. 1-56). Cape Town: World Development Report .
Quinn, G., Degener, T., Bruce, A., Burke, C., Castellino, J., Kenna, P., . . . Quinlivan, S. (2002). Human Rights and DIsability: The Current Use and Future Potential of United Nations Human Rights Instruments in the Context of Disability. New York & Geneva: United Nations.
SAHRC. (2012). South African Human Rights Commission Equality Report: Commentaries on Equality, Race Gender, DIsability and LGBTI Issues. Houghton: SAHRC.
Strachan, G., Burgess, J., & Henderson, L. (2007). Equal Employment Opportunity Legislation and Policies: The Australian Experience. Equal Opportunities International, 26(6), 525-540.
